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Intl. Res. J. Manag. Sci. Vol., 3 (3), 118-123, 2015
International Research Journal of Management Sciences. Vol., 3 (3), 118-123, 2015
Available online at http://www.irjmsjournal.com
ISSN 2147-964x ©2015
Investigation the Influence of Emotional Intelligence
and Organizational Citizenship Behavior on Labor
Productivity with Emphasis on the Mediator Role of
the Spiritual Intelligence
(Case study: Iranian Oil Pipeline and Telecommunication Company)
Mahdi Soltani1, Hossein Rezai Dolat-Abadi2
1
Department of management, Najafabad Branch, Islamic Azad University, Najafabad, Iran
2
Department of management, University of Esfahan, Esfahan, Iran
*
Corresponding Author: Mahdi Soltani
ABSTRACT: The aim of this study was to investigate the influence of emotional intelligence and organizational
citizenship behavior on labor productivity with emphasis on the mediator role of the spiritual intelligence in Iranian
Oil Pipeline and Telecommunication Company. To this end, the research was conducted in the form of descriptive
research and causal kind. The research is functional in terms of objective and quantitative regarding the nature of the
data. To collect the related information, library- field method was applied and questionnaires were used. The
statistical population of this research consists of all employees of Iranian Oil Pipeline and Telecommunication
Company, 4,000 individuals were announced and given the number of the sample and on the basis Cochrane sample
size, 354 were calculated. And for distributing questionnaires, random categorical sampling method was used. For
questionnaire validity, content-reliability method was deployed, and questionnaire reliability, Cronbach’s alpha
coefficient was used and the coefficients indicated that data collection tools had high reliability. For data analysis,
descriptive statistics and inferential statistics were used and it was done using SPSS and LISREL software. Finally,
based on the results of this study, all the hypotheses of the research were not approved. Finally, recommendations
for future research and managers of Iranian Oil Pipeline and Telecommunication Company were given.
Keywords: Emotional intelligence, Spiritual intelligence, Citizenship behavior, Productivity.
INTRODUCTION
Improving resources such as labor, capital, materials, energy and information, is the main concerned of all
economic organizations and their managers. Appropriate organizational structure, efficient procedures, healthy
equipment and tools, balanced working environment, and the most important one that is qualified and competent
human resources are the necessities of achieving optimal efficiency of household supplies which must be considered
by managers. Spirit of productivity improving should be pumped into the organization body which human resources
placed in the core. Further, the current study is based on finding factors to improve employee's productivity in
Iranian Oil Pipeline and Telecommunication Company. First of all a literature review is presented by following the
hypothesis, next conceptual framework of research is shaped and by Structural equation modeling this framework is
confirmed, after that the research hypothesis is analyzed and finally an conclusion is presented.
Problem statement
Citizenship behavior is a valuable and useful behavior that people expose voluntary and self-expression, and
organizational citizenship behavior is seeking to identify, managed and evaluated the behavior of employees that
cause improving organizational effectiveness. Thus this question emerge that what kinds of factors should exist for
expressing employees citizenship behavior and help organization to achieving corporate objectives with considering
this factors. On the other side emotional intelligence is an ability to succeed in life. Perhaps the most controversial
area that emotional intelligence entered is workplace. People in their workplace have both intellectual and emotional
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Intl. Res. J. Manag. Sci. Vol., 3 (3), 118-123, 2015
intelligence. So the concept of emotional intelligence is used in of human resources development area in
organizations. Therefore, it is important to note that the rational intelligence is not the only instrument for
comparing people; because in employer's environments, emotional capabilities, understand their own emotions and
those of others and their abilities in communication, are also important factors that should be considered. Therefore,
this study examine the relationship between emotional intelligence and organizational citizenship behavior mediator
to help focus on spiritual intelligence.
Literature review and Research hypotheses
Emotional intelligence & spiritual intelligence: There is indeed substantial evidence for the positive, lifeenhancing aspects of EI, with positive associations of the same being found with happiness, life satisfaction,
psychological health, and social network quality and size. Rani in a 2012 defines an individual's EI as an indicator
of how he or she perceives, understands and regulates emotions. In addition, an individual with high EI has the
ability to deal with people and situations with a positive attitude towards all aspects of life and has the ability to
command respect by building relationships. The relationship between personal and professional life can be achieved
through EI and that it is required to maintain a balance between private and professional life. EI is essential for the
accomplishment of day-to-day objectives of life, which are a challenge to everyone. According to the researchers
studies the firs hypothesis of these research is shaped:
Hypothesis 1: Emotional intelligence has a significantly positive effect on spiritual intelligence.
Citizenship behavior and spiritual intelligence
Intelligence, including spiritual intelligence represents a set of different skills and abilities that appear in
different forms of the social and historical contexts (Nasr Isfahani & Nobakht, 2013). Organizational citizenship
behavior was eventually proposed as an alternative form of performance, differentiated from traditional performance
on the basis of its relative freedom from situational and ability constraints. Essentially, the upper boundary of task
performance is largely limited by a person’s knowledge, skills, and ability, and the lower boundary is limited by the
fear of losing one’s job. This means the individual performing the job does not have a great deal of room to vary in
performance based on their satisfaction with the context. In contrast, helping a coworker does not necessarily
depend on expertise in helping, and because doing so is not typically tied to a person’s job description that person
may decide not to perform the behavior at all. In this sense, citizenship has more freedom to vary than task
performance, and should be comparatively more likely to vary with a person’s cognitive or affective appraisal (i.e.,
job satisfaction) of the workplace (Schroeder, 2010). Moosapour et al., (2013) in their study explain the
relationships between spiritual intelligence (Existential Intelligence, Personal intelligences, Transcendental
Awareness and Conscious State Expansion) and Organizational Citizenship Behavior (Sportsmanship, Courtesy,
Conscientiousness, Civic Virtue and Altruism) of high school teachers in Germi City. So, the second hypothesis is
shaped to assessing the citizenship behavior and its relationship with spritual:
Hypothesis 2: Citizenship behavior has a significantly positive effect on spiritual intelligence.
Spiritual intelligence and productivity
It should be said that studies showed a positive impact of organizational effectiveness on spiritual intelligence,
Naderi and Rajayipour (2010) demonstrated that between there is a direct and significant relationship between staff ,
managers and supervisors productivity and spiritual intelligence units (Naderi & Rajayipour, 2010). Managing
spirituality at work increase efficiency and cause the organization to be effective (Hossein Pour et al., 2011).
researchers found that increased spiritual at work benefits through increasing creativity , integrity and confidence,
increasing organizational commitment, improving job attitudes, job satisfaction , and job involvement ; all of these
directly or indirectly improve performance, profitability and effectiveness (HadiTabar et al., 2011). Bagheshahi et al
(2014) examines the relationship between the components of spiritual intelligence and effectiveness of manager's
gallantry. By this brief review the third hypothesis is shaped:
Hypothesis 3: Spiritual intelligence has a significantly positive effect on productivity.
Emotional intelligence and productivity
The literature review provides evidence that it is logical to assume that the relationship between emotional and
organization productivity is highly integrated ( Brooks & Muyia Nafukho, 2006). Sahdat et al (2011) examined the
impact of emotional intelligence on job satisfaction and productivity, so, if the employees knowing their own
emotion and manage it they work more efficiently and productively. Here is the fourth hypothesis:
Hypothesis 4: Emotional intelligence has a significantly positive effect on productivity.
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Citizenship behavior & productivity
Unnikammu et al (2005) showed that objective productivity and organizational citizenship behavior together
accounted for 41 percent of the variance of their sample size while objective productivity alone accounted for 9
percent of the variance in subjective performance. Also, Steven et al (2005) found a correlation between low
motivation and low productivity they revealed that low productivity when there was poor communication. Riketta
(2002) defined the study concluded that there is a reliable correlation between Citizenship behavior and
performance. Management responsible for human resources downplays the importance of employee participation in
the company’s performance. This is indirect contrast to accepted theories, which indicate that corporate citizenship
should be fostered and nourished, as companies which have committed employees perform better than those that do
not (Appelbaum et al., 2003), the final hypothesis is:
H 5: Citizenship behavior has a significantly positive effect on productivity.
Conceptual Framework
In continue, after reviewing the research literature and composing it by theoretical concept of intelligence and
citizenship behavior and human power model, the conceptual framework of research is shaped as figure 1.
Emotional Intelligence
Human resources
Productivity
Spiritual Intelligence
Citizenship behavior
Figure 1. Conceptual Framework of research.
METHODOLOGY
Type of study
This study is descriptive-survey from method perspective and practical in purpose perspective. The purpose of
this study is to investigate the influence of emotional intelligence and organizational citizenship behavior on labor
productivity with emphasis on the mediator role of the spiritual intelligence which is selected through simple
random way.
Statistical population & Sampling method
Statistical population consists of all employees of Iranian Oil Pipeline and Telecommunication Company that
are 4,500 numbers. In this study, accessing to all employees of the studied population was not possible,
so, Cochran's method was used to determine the sample size and final sample size calculated 354 with 95%
confidence level.
Validity of questionnaire
Lawshe invented a widely used method for measuring content validity. This method measures the level of
agreement of a particular item between evaluators and judges on "Being good or substantial". Lawshe suggested that
items or questions given to evaluators and asked them to determine that the items or questions are "Essential or
beneficial" to measure this main concept or not? If more than half of the evaluators or judges stated that it is
"Essential or beneficial", the validity of items is confirmed in lower amount (Mirzaii, 2009). Lawshe method was
used to assess the content validity. In this study 10 persons (Professors/advisors and supervisors and other
professors) assessing the validity of the research questions. By the results, the CVR was more than 51%, it that the
research questions are valid.
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Reliability of questionnaire
In order to examine reliability of questionnaire, Crobach’s Alpha was used.
Table 1. Variables, number of questions and reliability.
Cronbach's alpha coefficients
0.86
0.89
0.88
0.89
0.90
The number of
questions
15
15
15
15
Variables
Emotional Intelligence
Organizational citizenship behavior
Spiritual Intelligence
Labor productivity
Overall Cronbach's alpha
As it is shown in table 1 the overall Cronbach's Alpha is calculated 0.9 for the questionnaires, this value is
acceptable for verification.
Structural equation modeling
To investigate the hypothesis structural equation modeling software smart pls is used. Figure 2 presents the
standard coefficient (R) and t in any causal relationship that observed among variables.
Figure 2. Structural equation modeling in standard position.
RESULTS
First hypothesis Testing
Hypothesis 1: Emotional intelligence has a significantly positive effect on spiritual intelligence.
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Table 2. Path coefficients & T-statistics (dependent variable: spiritual intelligence).
Significant number(t)
7. 145
Path coefficient ()
0.329
Predictive variable
Emotional Intelligence
The first hypothesis of this research is trying to test the emotional intelligence impact on spiritual intelligence.
Considering path coefficient that is 0.329 and T value that is larger than 2.56, it can be said that emotional
intelligence by 99% of confidence has a significant and positive effect on spiritual intelligence, so, first hypothesis is
confirmed.
Second hypothesis Testing
Hypothesis 2: Citizenship behavior has a significantly positive effect on spiritual intelligence.
Table 3. Path coefficients & T-statistics (dependent variable: spiritual intelligence).
Significant number(t)
11. 752
Path coefficient ()
0.557
Predictive variable
Citizenship behavior
The second hypothesis of this research is trying to test the citizenship behavior impact on spiritual intelligence.
Considering path coefficient that is 0.557 and T value that is larger than 2.56, it can be said that citizenship behavior
by 99% of confidence has a significant and positive effect on spiritual intelligence, so, second hypothesis is
confirmed.
Third hypothesis Testing
Hypothesis 3: Spiritual intelligence has a significantly positive effect on productivity.
Table 4. Path coefficients & T-statistics (dependent variable: productivity).
Significant number(t)
3. 667
Path coefficient ()
0.2
Predictive variable
Spiritual intelligence
The third hypothesis of this research is trying to test the spiritual intelligence impact on productivity. Considering
path coefficient that is 0.2 and T value that is larger than 2.56, it can be said that spiritual intelligence by 99% of
confidence has a significant and positive effect on productivity, so, third hypothesis is confirmed.
Fourth hypothesis Testing
Hypothesis 4: Emotional intelligence has a significantly positive effect on productivity.
Table 5. Path coefficients & T-statistics (dependent variable: productivity).
Significant number(t)
2. 730
Path coefficient ()
0.155
Predictive variable
Emotional intelligence
The fourth hypothesis of this research is trying to test the emotional intelligence impact on productivity. Considering
path coefficient that is 0.155 and T value that is larger than 2.56, it can be said that emotional intelligence by 99% of
confidence has a significant and positive effect on productivity, so, fourth hypothesis is confirmed.
Fifth hypothesis Testing
H5: Citizenship behavior has a significantly positive effect on productivity
Table 6. Path coefficients & T-statistics (dependent variable: productivity).
Significant number(t)
8. 588
Path coefficient ()
0.525
Predictive variable
Citizenship behavior
The fifth hypothesis of this research is trying to test the citizenship behavior impact on productivity. Considering
path coefficient that is 0.525 and T value that is larger than 2.56, it can be said that citizenship behavior by 99% of
confidence has a significant and positive effect on productivity, so, fifth hypothesis is confirmed.
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CONCLUSION
According to the survey results and the importance of spiritual intelligence, emotional intelligence and
citizenship behavior at work, it is suggested that authorities in foundations and organizations, consider them in
effecting the employees productivity and develop courses of their spiritual intelligence , emotional intelligence and
citizenship behavior to be effective and beneficial to human relationships with the staff and the development of
spirituality in the work environment caused the climate to provide a dynamic and effective organization. Also,
recommended further research with a larger statistical community, organizations and centers with modern tools and
techniques to perform and other factors affecting these 3 factors.
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